The president of the Association of Faculties of Medicine of Canada (AFMC) agrees with SortSmart that current medical school admissions practices should include better ways to detect intrinsic motivation, reports CMAJ.

AFMC agrees with SortSmart to include intrinsic motivation as part of medical school admissions, SortSmart appears in CMAJ, AFMC, CMAJ, AFMC president, Association of Faculties of Medicine of Canada, admissions assessment, admissions screening

In a recent blog post on the Canadian Medical Association Journal (CMAJ), president and CEO of the Association of Faculties of Medicine of Canada (AFMC), Dr. Geneviève Moineau, gave her thoughts on SortSmart’s new findings that show that the majority of medical students and residents recognize the need, and support the development of an improved, more transparent admissions screening tool. We would like to thank the CMAJ and Dr. Moineau for a thoughtful examination of our findings.

The leadership of the AFMC acknowledged that better tools to evaluate “the intrinsic motivation to provide care and to advance scientific discovery” are warranted. This is promising and demonstrates the continued dedication of the organization to advance scientifically sound and fair admissions practices in Canada. This reflects the opinion of 90% of medical school students and residents that overwhelming demanded improvements to admissions practices, 97% of whom indicated their willingness to support a new, improved, and transparent admissions screening tool. Read more...

How to Hire and Keep Top Performing Employees Who are as Motivated as Your Company’s Founders and Willing to Work with You with Blood, Sweat, and Tears for as Long as You Want without Offering Astronomical Salaries

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Imagine you could hire A-player employees without offering astronomical salaries.

Imagine you could hire employees who would stay with you for as long as you desire.

Imagine you could hire employees who are as motivated as the founders.

Is it really possible to reduce employee turnover and hire top performing, highly motivated employees?

Yes, there is. It all comes down to selection based on motivation. Why motivation?

Motivation directs behavior.          

It is this highly valuable consequence of motivation that makes it a primary concern for managers, teachers, religious leaders, coaches, health care providers, parents and anyone concerned with mobilizing others to act. People are moved to act by very different types of factors. They can be motivated because they value an activity or because they fear punishment. They can be urged by an abiding interest or a bribe. They can act because of a sense of personal commitment or for fear of being judged. These contrasts between being internally motivated or externally pressured are familiar to all of us. While intuitively familiar to all, social scientists and psychologists have studied and measured motivation for decades. The theory of motivation, or Self-Determination Theory (SDT) was originally established by Edward L. Deci and Richard M. Ryan and has been detailed scientists across many disciplines . For example, SDT has been studies in education, entertainment and media, health care, organizations and work, video games, physical activity and exercise

>> Hire Superstar Employees with SortSmart in Half the Time! Schedule Your Free Discovery Call Now! <<

Why is motivation so important and why should you care?

Read more...

Top 5 Employee Selection Practices to Abandon for Your Business to Survive

employee recruitment, employee selection, employee application screening

Selecting ill-suited employees are the number one reason most businesses fail or have stagnated growth. Selecting the right candidate for virtually any position is a difficult and costly process. Typically the applicant pool must be first narrowed down based on submitted resumes/CVs to make the process more manageable. A select group of applicants are given in person interviews, or situational judgement tests/personality tests, their references checked and a single applicant is selected. For the employer, the stakes are high. In the US, the overall industry average requires 14 interviews per hire. The rate of turnover is high. More than half (56%) of voluntary turnover happens within a year of new hires’ start date. This is compounded by the fact that the cost of losing an employee is 1.5 to 2 times the salary of the outgoing employee. It is therefore critical to have the right screening and selection tools so that new hires are done efficiently and accurately.

Here are the top 5 deadly sins of employee selection: Read more...

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